Managing anxiety in the workplace

Everyone experiences anxiety and prolonged or extreme anxiety can be an issue leading to an inability to function - this can be problematic for your business.?Workplace absence due to stress and anxiety is on the increase.?Support for people with anxiety in the NHS can be difficult to obtain and there are long waiting lists for talking therapy, therefore having an approach to how you manage anxiety in your people can be a business benefit in the long term.?

Listed below are strategies you may wish to consider, to raise awareness, create a plan and provide support if and when it is needed:

1.??????Understand that anxiety is not a choice, an excuse or a way to get attention.?Anxiety can be debilitating and requires understanding and support as your team member navigates the issue

Educate and discuss anxiety

2.??????Consider running an awareness session on Anxiety.?This can either be led by a well-being expert or you can utilise materials from the NHS or other reputable websites such as Psychology Today.?

If you are purchasing a session from a facilitator, request that it is tailored to address any specific challenges within your organisation or the current political and social climate

3.??????Create a discussion session with your staff (with appropriate boundaries and agreements on confidentiality), as a safe place to discuss anxiety perspectives and concerns.?It is incredibly helpful if management attend these and a third party can facilitate the discussion if needed.?If this is successful, consider running it at regular intervals.

4.??????Consider whether you will fund support if it is required from an outside therapist or ensure your Employee Assistance Programme will cover anxiety and the relevant timeframes before support can be provided

5.??????Ensure your well-being policy includes a section on anxiety and that you have an agreed approach for the support your company can provide (and communicate this)

6.??????Be aware of changes in behaviour in staff, these can include becoming more irritable, being quieter and interacting less, or an unexplained drop in performance.?A gentle enquiry as to how they are doing, away from the office if possible, may help them feel able to share any issues

Be aware of individual attitudes towards anxiety

7.??????Explore you and your management’s perspectives on anxiety before implementing any strategy – it is important that anything documented in your policy is carried out by the management team and you may need to agree the approach

8.??????Utilise your Occupational Health company to assist where staff are on sick leave for anxiety and stress to identify what measures they may need and to help them come back to work.

9.??????Be aware of any major changes in your organisational structure and practices.?These may be a source of anxiety for some staff members, especially if they have other stressors in their lives

10.??Identify a well-being or anxiety champion (or champions) who will listen and be empathic if approached.?This is not the time for problem solving, rather quiet support and asking what the person needs

The benefits

Helping your staff deal with anxiety will bring increased engagement, reduced sick leave and can also impact attrition levels, improving your bottom line.?Levels of anxiety post Covid are at a record high and putting strategies in place can help both your business and the wider community.

We can provide facilitated anxiety management seminars which cover the neuropsychology of anxiety, strategies to help, space to design a workplace relevant strategy and facilitated follow up sessions to assist you in creating an appropriate and cost effective anxiety provision for use in your well-being strategy.

If you would like to talk more contact me, Gemma Harris

By email at [email protected]

Or by DM at Linked in or Twitter gemmaharrisuk??